In a year marked by economic caution and an increased need for adaptability, companies are facing a strategic dilemma: how to attract and retain the right people when the labor market is shifting, and recruitment priorities are constantly evolving?
Now more than ever, success in recruitment doesn’t just mean quickly filling a vacant role, but building a strong partnership with professionals who understand the business context, internal culture, and real challenges employers face. That’s why companies today are looking beyond simply receiving a CV — they need expertise, personalized consulting, agile HR solutions, risk management, and proactive legislative support, not just reactive services.
What lessons does Q1 of 2025 offer us in recruitment? What trends will define Q2? Are employers focusing on volume or quality? What common mistakes are being repeated, and how can they be avoided? Most importantly, what does it mean to have a partner that doesn’t sell you standard solutions, but helps build a long-term HR strategy tailored to your needs?
To answer these questions and offer a clear perspective on the current market, we spoke with Andreea Dumitrescu – Senior Recruitment Manager, Cristina Scarlatescu – Recruitment Manager, and Georgiana Mirica – Senior HR Consultant at BIA HCS. With extensive experience in recruitment, labor law consulting, and custom HR strategies, they shared insights from the start of the year and how BIA HCS remains an essential ally for companies looking for more than just a service provider — they want a partner that helps them make smart, safe, and sustainable decisions.
How was Q1 in recruitment? What trends did you notice, and what were companies interested in?
2025 began with requests from long-standing clients in various sectors (services – consulting – design – manufacturing), indicating continued trust in established relationships. Most of these requests were for roles we had previously filled or new positions within the same departments.
A clear trend we observed is that our partners are prioritizing team fit over volume — that is, fewer roles, but with more precise requirements and a stronger focus on long-term fit to minimize or eliminate turnover.
What does Q2 look like in recruitment?
We anticipate a slight increase in recruitment requests in Q2, both from clients active in Q1 and those who may have postponed projects in 2024.
Our partners will continue to be very careful and rigorous when expanding teams, with a strong emphasis on matching new hires (personality and professional background) to the company’s culture and the specific team dynamics.
For companies planning to start recruitment soon, what are your top 3 tips for attracting relevant candidates?
-
Be clear and transparent from the beginning – about the company’s needs, which helps in drafting accurate job ads and communicating effectively with candidates.
-
Keep the process structured and simple, with minimal steps, and involve future colleagues, especially the direct manager. We’ve seen that long recruitment processes tend to cause candidate drop-off.
-
Highlight values, culture, and employer brand – today’s candidates are looking for workplaces that align with their goals and offer the right team, work environment, and benefits.
What are the most common mistakes companies make in recruitment?
-
Lack of a mid- to long-term recruitment strategy – Often due to urgency, companies overlook the importance of planning, which directly affects retention.
-
Inflexibility – Employers should consider current market conditions and candidate expectations and adjust accordingly. Also, offer role-specific training.
-
Poor communication and feedback – Both HR and direct managers should maintain open communication. People want to be heard and to work with leadership toward business goals.
How does BIA HCS help employers make better decisions in a constantly challenging economic climate?
BIA HCS offers strategic recruitment consulting, tailored to labor market shifts and economic changes. By constantly monitoring trends, conducting salary analyses, and evaluating skills, BIA helps companies align their HR policies to attract and retain the right talent while optimizing costs and internal processes.
- Deep business understanding and tailored solutions
BIA doesn’t provide “standard” solutions — everything is personalized based on each organization’s specifics, internal culture, and strategic goals. This allows employers to make HR decisions that align with their development vision. - Support in building agile HR strategies
In unstable economies, rigidity is a liability. BIA HCS helps companies adopt agile workforce management strategies — whether that’s flexible workforce planning, HR outsourcing, organizational structure optimization, or internal policies for rapid adaptation. - Labor law consulting and HR risk management
With growing legal risks in uncertain times, BIA provides constant labor law consulting and support for restructuring or contract changes, helping clients stay compliant and make safe decisions. - Proactivity and ongoing support, not just reactivity
BIA anticipates potential issues or opportunities and offers solutions before they become urgent. This strengthens clients’ ability to make fast, confident, forward-looking decisions.
Thanks to its expertise, adaptability, and personalized approach, BIA HCS helps companies navigate uncertain environments and make HR decisions that not only meet current challenges but also build long-term competitive advantage.
How does BIA HCS maintain client trust and continuity even when recruitment volumes drop?
In a volatile economic climate, where company needs fluctuate, BIA HCS maintains strong, lasting relationships through genuine partnerships, adaptability, and constant added value.
- We build partnerships, not transactions
From day one, BIA HCS aims to be seen as a strategic partner, not just a service provider. We immerse ourselves in understanding each business, its culture, and development goals to provide integrated, context-specific solutions. - Proactive HR consulting and support
Even when hiring slows, we offer proactive advice — process optimization, employee retention strategies, adapting policies to new economic realities, or reorganization support. - Flexibility and responsiveness to real client needs
During recruitment lulls, BIA proposes alternative services — HR process outsourcing (payroll, personnel admin), labor law consulting, organizational audits, or specialized training. This flexibility strengthens the relationship. - Constant communication and a results-oriented approach
We maintain open, transparent communication and initiate regular discussions about market trends, legal updates, or new HR strategies that offer long-term benefits. - We invest in trust and reputation
Our relationships are built on professionalism, commitment, and confidentiality. Many clients return year after year, proving the trust we’ve built is a key asset, earned through tangible results.
In conclusion, even when recruitment volumes fluctuate, BIA HCS remains present, relevant, and valuable, proving with every interaction that we are a partner capable of supporting clients not just during expansion, but also during times of reflection, restructuring, or HR strategy redefinition.
What resources or types of support do companies value most when working with BIA?
Clients especially appreciate BIA HCS’s strong HR expertise and flexible solutions. The team’s deep understanding of client needs and industry-specific recruitment strategies is a key asset.
One of the most valued resources is BIA’s national network of both active and passive candidates, which significantly shortens hiring times.
Clients also value thorough evaluations conducted by BIA consultants, which go beyond checking experience to include soft skills analysis, adaptability, and organizational culture fit.
The ongoing consultative support — from defining the ideal candidate profile and adjusting benefit packages to support with negotiations and onboarding — is seen as a major differentiator.
Professionalism, responsiveness, and transparent communication throughout the collaboration give clients confidence that the recruitment process is being handled efficiently and with attention to detail.
Is there a recent recruitment project where BIA made a clear difference?
A recent success story involved partnering with a major logistics company struggling to hire a Senior Accountant during a period of rapid operational growth.
The challenge was twofold: competition for experienced financial professionals in the region, and the need to find someone who could quickly align with the company’s culture and high standards.
In less than four weeks, BIA presented a shortlist, and the company hired a Senior Accountant with relevant industry experience.
The fast integration helped:
-
Optimize financial reporting processes
-
Increase financial transparency
-
Support strategic decisions with accurate, relevant financial reports
Client feedback confirmed the positive impact of both the recruitment process and BIA’s ongoing consultative support.
Why choose BIA’s services?
✅ 90% of projects are successfully filled via direct search and headhunting
✅ 80% of previous clients returned in 2025
✅ Fast hiring — some roles filled in just 2–5 business days
✅ Experience across multiple industries: accounting, construction, retail, medical, pharma, automotive, architecture
✅ Recruitment across all sectors and industries
✅ Full recruitment process handled by us
✅ We integrate job profiles into company culture and define the candidate search strategy
✅ Support with offers and negotiations
✅ Guaranteed services – we’ll rehire if the candidate leaves during the trial period
✅ Flexible offers tailored to your business
Request a Personalized Offer
READ Also:
HTTPS://BIA.RO/EN/BIA-HCS-RECRUITMENT-TEAMS-RESULTS-IN-2024-AND-GOALS-FOR-2025/